Benefits, such as paid time off (PTO), are financial rewards that organizations “offer in exchange for employee contributions” (Cascio, 2013, p. 422). Hourly employees of many organizations earn PTO based on the number of hours that they work. My previous employer utilized this type of PTO system. The employees of our department greatly depended on our administrative assistant, to not only complete routine tasks, but we also expected her to be readily available to assist with any immediate needs. The administrative assistant was an hourly employee that used her PTO on a weekly basis. From an HR perspective, according to the number of hours she worked every week, she earned that time off; however, the time she spent at work was not utilized
3. The Garners ' take-home pay is over $4,500 a month. Yet, after all expenses are paid, there is only a $220 surplus each month. Based on the information presented in this case, what expenses, if any, seem out of line and could be reduced to increase the surplus at the end of each month?
Once returning from the workshop, she confronted Michelle that Frostburg Fit might be in violation of The Fair Labor Standards Act. The Fair Labor Standard Act (FLSA) is intended to protect workers against certain unfair pay practices or work regulations. The FLSA is one of the most important laws for employers to understand since it sets out a wide array of regulations for dealing with employees. Under the FLSA, it established minimum wage, overtime pay, recordkeeping, and youth employment standards affecting employees in the private sector and in federal, state, and local governments. It also introduced the 40-hour work week, as well as overtime pay. Employees whose jobs are governed by the FLSA are either "exempt" or "nonexempt." Nonexempt employees are entitled to overtime pay. Exempt employees are not. Laura brought to Michelle’s attention that nonexempt employees, including herself, have been working over 40 hours. Due to the turnover, Frostburg Fit has been understaffed. Employees are not keeping track of the work done outside the facility. Thus, unpaid overtime hours could lead to claims. Frostburg Fit needs to determine areas in need of headcount. Once determined, those positions must be filled in a timely manner to decrease employees working outside their normal work hours. In case employees do need additional time, they must seek approval. Frostburg Fit will need to draft an
Arizona employers who do not currently offer paid sick time will be required to start accruing as of July 1, 2017. There has been an enormous amount of debate over whether there is a need to offer sick time, especially to employees who have paid time off which can be used for anything, including sick days. On the other hand, there is a significant need for employees who are not offered any paid sick time or paid time off. You will find a mix of employees and employers on either side and sometimes on both sides of this debate. Few will change their opinion when they think of themselves as the employee versus the employer and vice versa. Employers and employees have raised concerns alike regarding whether providing days specifically denoted as sick will encourage more unplanned days off, will negatively impact those that do not get sick, and whether it is fair to require sick time versus paid time off in which we can all agree everyone should have paid sick time when the
Let’s begin by defining exempt and non-exempt. Non-exempt employees are those that are paid on an hourly basis and receive overtime compensation at one and one-half times their base pay for all hours worked in excess of some standard threshold. In most cases this “threshold” is 40 hours, but that is not always the case. Dividing the annual salary by 2080 to give a base hourly amount can derive the base pay for most, not all but most, employees. Exempt employees are those that do not receive compensation of any kind for hours worked in excess of whatever the threshold maybe. By definition of law exempt employees must be paid on a salary basis and job duties performed by said employee must be high-level such as executive, administrative or professional. To decide whether an employee meets the criteria for being exempt, there are two tests – the duties test and the salary basis test.
Human Resources (HR) is responsible for monitoring employee job classifications. The framework of the job description and job analysis ensures a company is compliant and compensates employees fairly. Companies have two options for determining how to categorize their workers, based on the Fair Standards Labor Act (FSLA); employers must recognize an employee job classification as an exempt employee or non-exempt employee. The guidelines suggest the nature of the work performed by the employee determines which classification a company selects. Certain job classifications warrant an employee to receive overtime pay, if a worker works over forty hours during a workweek, which would require the employer to compensate the worker at a higher rate. This process has had conflicts and legal litigation since its inception. There have been numerous complaints filed by employees who feel their jobs are incorrectly classified, and they should be eligible to receive overtime pay. The case below is an example of a legal action filed against employers. These cases are increasing across the country as employer look for ways to augment their payrolls and main production cost.
One would have to be a fool to believe that men and women have always been or even are equal. Only in the past century have women been allowed to vote and 50 years since women of color could vote. Even today, women and men are held to different standards. Betty Friedan (1921-2006) was a feminist that was not only an author, but also, the first president of an organization known as the National Organization for Women. She is well-known for her work "The Feminine Manifesto", and she is the author of the article "The Importance of Work". Betty Friedan was a feminist during the height of the women's rights movement, so it is not surprising in the least that her article hit on women's rights. "The Importance
To work for a multi-billion dollar company such as this one can provide quite a bit of perks to anyone employed with them. Their benefits package goes well above and beyond just the basic health, dental, and vision plans. The first thing in terms of benefits is the Paid Time Off that is alloted to elgible associates. Vacation is the primary form of PTO with most companies today. It's important for associates to take time off each year to relax and rest. The Bank of America vacatio...
By neglecting to acknowledge the importance of balancing work and life, policies have failed to support employees and their circumstances. This disregard has also cost taxpayers their well-earned dollar. And who are these taxpayers? Needless to say, they are our employees. The Family and Medical Leave Act stipulates that employees are allowed a twelve (12) work-week leave in a twelve (12) month period (for specified situations dealing with childbirth, adoption, family care, serious health conditions etc.). Unfortunately, this act does not specify that the said employees on leave MUST be paid, and it only applies to about sixty (60) percent of all workers. The Federal government is the single largest
The purpose of this paper is to analyze a specific, hypothetical employment situation encountered and to include the information regarding employment conflicts, questions, grievances, lawsuits, etc., in terms of how the situation was handled or resolved. Employment conflicts are a constant issue everyday in any organization; it is how you handle them both legally and professionally that counts.
When 8 hour shift officers get dispatched to a late call towards the end of their tour, more than likely the officer will request for overtime pay. Depending on the captain of each division, budgeting is very critical and some divisions just don’t have the budget to pay officers who request for paid over time. Only a few stations in HPD still have power shifts because the captain of that division believes that it benefits his or her
Understaffed and overpaid, is what some are claiming in article Rising Police Overtime Bill in Several Cities Comes Under Scrutiny that evaluates claims that overtime spending is high in law enforcement. Due to low retention and higher crime rates, many departments are finding themselves relying on officers do extended shifts. However, I feel this shouldn’t be a long-term solution because it’s harmful to officers, public and causes overspending.
This is a normal ethical problem that almost every company has encounter, because every company has employees who work for their company. The employees may use the working time during a normal work day to do other things, such as doing some personal activities, taking long breaks, leaving early, and other stuffs. Since Microsoft is a multinational company, it could be a major problem because some other country may have a different culture and traditions. In those cultures, employer may accept late arrival and leaving early. As everyone knows time is a money for a business. The more time people spend on working, it would result in higher outcomes that will lead to higher profits. The company needs to be very careful when talking about ethics, because people view and define ethic differently. The ethic may be just what is right and wrong. So they have to be open and respect other people ideas and opinions. The possible solution for this problem is to set up a standard rule that all workers must be on time, and have a limit for an excuses. This would make people think more about skipping job, or late to
PTs can work in hospitals, nursing homes, schools, or fitness centers, but they often work in weight facilities so their patients can do their strength training. Occasionally PTs will go to the patient’s home if they are unable to leave due to their injury. Most PTs work a normal 40 hour work week but some will work from ten in the morning to seven at night so patients can come after work. A PT’s salary can range from $55,000 to...
Generally in the public sector and in some instances in the private sector as well, time off with pay methods separate the different types of time off in categories such as vacation leave, sick leave and personal days off. There are a variety of leave types that apply to these methods as well. Organizations also allow time off for jury duty, bereavement, sick time, holidays and off site training to name a few. These types of leave groups require managers and supervisors to manage the usage of each time category and often times a log
Scheil-Adlung, X., S and Ner, L. 2010. Evidence on paid sick leave: Observations in times of crisis. Intereconomics, 45 (5), pp. 313-321.